In a recent LinkedIn post, Alicia Teltz discusses a deeply concerning interaction that highlights persistent biases in professional services, particularly concerning individuals from developing countries. Teltz uses the experience to underscore her commitment to valuing talent based on merit, not origin, and to advocate for greater equity in professional recognition.
The post begins by recounting a message received from a client that revealed a prejudiced assumption. Teltz writes:
This message came from a US-based, white, middle-aged man. 💡 What could this signal? 1️⃣ Outright racism? 2️⃣ A belief that people in India “lack the skills”? 3️⃣ Some tax / legal / operational concern?
Teltz immediately dismantles the potential justifications for such a message, pointing out the irony that the individual in question was mistakenly assumed to be from India, when in fact, he is a British national raised and educated in the UK. This, Teltz explains, points to a broader issue of subconscious bias impacting how potential clients perceive candidates.
The Myth of Limited Skills and the Reality of Global Talent
Alicia Teltz argues that the incident, while personally frustrating, serves as a critical illustration of a larger problem: the underestimation of talent based on geographical stereotypes. She emphasizes that her own business operates on a foundation of high standards, where every team member is considered exceptional.
Teltz further elaborates on the compensation structures within her business, noting that some team members from developing countries are compensated at rates higher than their counterparts in English-speaking nations. This, she asserts, is a deliberate choice reflecting the quality of their work.
Outstanding work deserves outstanding compensation.
According to Teltz, this approach is rooted in a commitment to fairness and a recognition of true value, irrespective of where a professional resides. She contrasts this with a concerning trend observed on LinkedIn, where she notes a prevalence of AI-generated comments and spam from individuals who exhibit similar personas to the biased prospective client.
Addressing Bias and Championing Global Professionals
In light of these observations, Teltz shifts from critique to active advocacy. She takes the opportunity to publicly celebrate several individuals with whom she collaborates, showcasing their exceptional skills and contributions.
Spotlighting Exceptional Global Talent
Teltz highlights Mahmoud Owies from Egypt, describing him as “One of the smartest, most switched-on people I’ve ever come across.” She also commends Zubia Hassan from Pakistan (now UAE) for her stellar work on client banners and graphics, and Harshit Sharma from India for his vital role in building her YouTube channel and supporting her community.
To everyone living in the developing world → Who still has to fight racial stigma → Who is judged before their work is even seen → Who has to work twice as hard to be taken seriously. I’ll be doing everything I can to help you land big-a** contracts, because you’ve more than earned them.
As Alicia Teltz concludes, she pledges to use her platform and privilege to support professionals from developing countries who face racial stigma and are judged prematurely. Her commitment is clear: to champion these individuals and help them secure the recognition and compensation they deserve.
📝 About This Content
This article is based on insights shared by Alicia Teltz on LinkedIn.
📅 Originally posted on January 22, 2026 | View original post on LinkedIn →